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DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.01.2024 - 31.12.2025\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- TARAFLAR VE TANIMLAMALAR\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>a)Cam, Çimento, Seramik ve Toprak Sanayii İşçileri Sendikası\n(KRİSTAL-İŞ), (SENDİKA);\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Camyapı Cam Pazarlama İnşaat Taahhüt Ticaret Ve Sanayi Limited\nŞirketi (İŞVEREN);\u003C\u002Fp>\n\n\u003Cp>c)Camyapı Cam Pazarlama İnşaat Taahhüt Ticaret Ve Sanayi Limited\nŞirketi (İŞLETME)'ye ait Makine İhtisas O.S.B. 5. Cad. Demirciler Köyü\nNo:6 Dilovası\u002FKocaeli adresinde kurulu fabrika, Makine İhtisas Org. San.\nBöl. 5. Cad. No:29 Demirciler Köyü Dilovası\u002FKocaeli adresinde ve Bergama\nOSB Atatürk Cad. Camyapı A Blok Bergama İzmir adresinde kurulu fabrika, bu\nyerlerin eklenti, bağlantı ve araçları (İŞYERİ);\u003C\u002Fp>\n\n\u003Cp>d)Bu Toplu İş Sözleşmesi, (SÖZLEŞME);\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde çalışan sendika üyesi işçiler, (ÜYE), (İŞÇİ);\u003C\u002Fp>\n\n\u003Cp>f)Bu Toplu İş Sözleşmesinde taraf olan işveren ve temsilcileri ile\nişçi sendikası, birlikte (TARAFLAR);\u003C\u002Fp>\n\n\u003Cp>g)Sosyal Güvenlik Kurumu (SGK); diye isimlendirilmişlerdir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- SÖZLEŞMENİN AMACI \u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı;\u003C\u002Fp>\n\n\u003Cp>a)İşletmenin sürekliliğini, gelişimini sağlamak ve rekabet gücünün\nartırılmasına çalışmak,\u003C\u002Fp>\n\n\u003Cp>b)Verimliliği ve kaliteyi ön planda tutmak;\u003C\u002Fp>\n\n\u003Cp>c)İşçilerin ekonomik ve sosyal bakımdan gelişmelerini sağlamak,\nişyerinde iş sağlığı ve güvenliğini koruyup geliştirmek;\u003C\u002Fp>\n\n\u003Cp>d)İş barışını sağlamak, taraflar arasında doğabilecek görüş\nfarklılıklarını uzlaştırıcı yollarla gidermektir.\u003C\u002Fp>\n\n\u003Cp>e)İşveren ve sendika, endüstri ilişkilerinin; karşılıklı iyi niyet\nve güvene dayanan, çağdaş yaklaşımlarla düzenlenip geliştirilmesini\ngerekli sayarlar.\u003C\u002Fp>\n\n\u003Cp>İhtiyaç duyulan zamanlarda taraflardan birinin çağrısı üzerine\ntoplantı yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- SÖZLEŞMENİN KAPSAMI\u003C\u002Fh2>\n\n\u003Cp>a)Yer Bakımından: Bu Toplu İş Sözleşmesi, yukarıda unvanı yazılı\nişyerlerini, işin niteliği ve yürütümü bakımından bu işyerlerine\nbağlı bulunan yerlerle eklenti, bağlantı ve araçları kapsamı içine\nalır.\u003C\u002Fp>\n\n\u003Cp>b)Kişi Bakımından: Bu Toplu İş Sözleşmesi 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunu'na göre işveren veya işveren vekili\nsayılanlar dışında, işçi sendikası üyelerini kapsamı içine alır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışan müdürler, birim şefleri, danışma kapı\ngörevlileri, serbest meslek erbabı (avukat, mühendis, mali müşavir gibi),\npersonel puantörleri, işverenin sırlarına vakıf olabilecek personel (makam\nşoförü, kurye), genel müdür odacısı bu sözleşmenin kapsamı\ndışındadır.\u003C\u002Fp>\n\n\u003Cp>Kapsam dışına çıkılacak biçimde görev değişiklikleri üyenin\nonayına bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinden kural olarak taraf işçi sendikası üyeleri\nyararlanırlar. Sözleşmenin imzalanması tarihinde taraf işçi sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise,\nüyeliklerinin taraf işçi sendikasınca işverene bildirildiği tarihten\nbaşlayarak toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- TEMSİL\u003C\u002Fh2>\n\n\u003Cp>a)İşverenin Temsili: Bu Toplu İş Sözleşmesinin uygulanmasında\nişveren tarafını, işverenler ve işveren vekilleri temsil eder.\u003C\u002Fp>\n\n\u003Cp>b)İşçi Sendikasının Temsili: Sözleşmenin uygulanmasında İşçi\nSendikasını, Genel Merkez Yönetim Kurulu ve Şube Yönetim Kurulu,\nİşyerlerinde ise işyeri sendika temsilcileri temsil eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- YÜRÜRLÜK\u003C\u002Fh2>\n\n\u003Cp>a)Bu toplu iş sözleşmesi 01.01.2024 tarihinde yürürlüğe girer ve\n31.12.2025 tarihine kadar yürürlükte kalır.\u003C\u002Fp>\n\n\u003Cp>b)Bu Toplu İş Sözleşmesinin normatif hükümleri, sözleşmenin\nyürürlük tarihinin sona ermesinden sonra da yenisinin bağıtlanmasına\nkadar, hizmet akdi olarak aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7- SENDİKA TEMSİLCİLERİNİN ATANMASI VE TEMSİLCİ ODASI\u003C\u002Fh2>\n\n\u003Cp>a)İşçi Sendikası 6356 sayılı Kanunda \"en çok\" olarak belirlenen\nsayıda ve işyerinde çalışan üyeleri arasından işyeri sendika\ntemsilcilerini, biri baştemsilci olmak üzere atar ve isimlerini 15 gün\niçinde işverene bildirir.\u003C\u002Fp>\n\n\u003Cp>b)İşyeri sendika temsilcilerinde, işçi sendikası tarafından yapılacak\ndeğişikliklerde de bu bildirim koşulu yerine getirilir.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, işyeri sendika temsilcilerinin işyerinde çalışmalarını\nsağlayacak, olanaklar ölçüsünde yemekhaneye yakın bir oda ile telefon\ntahsis edilir. Gerekli masa, çelik dolap, sandalye, bilgisayar, internet\nerişimi ve büro malzemesi temin edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8- SENDİKA TEMSİLCİSİNİN GÖREVLERİ\u003C\u002Fh2>\n\n\u003Cp>a)İşyeri sendika temsilcileri yürürlükteki kanun hükümleri ile bu\nToplu İş Sözleşmesiyle getirilen kurallar çerçevesinde görev\nyaparlar.\u003C\u002Fp>\n\n\u003Cp>b)Üyelerin sendika ile ilişkilerini düzenlemek ve toplu iş\nsözleşmesinin uygulanmasını izlemek, işçi ve işveren arasında\nçıkabilecek uyuşmazlıkların kanunlara ve bu Toplu İş Sözleşmesi\nhükümlerine uygun biçimde çözümlenmesine yardımcı olmak işyeri sendika\ntemsilcilerinin başlıca görevleridir.\u003C\u002Fp>\n\n\u003Cp>c)İşyeri sendika temsilcileri kanun ve bu Toplu İş Sözleşmesi ile\nöngörülen kurullara katılırlar.\u003C\u002Fp>\n\n\u003Cp>d)Temsilcilerin görevi, sendikanın işyerinde yetkili olduğu sürece\ndevam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- ENDİKA İLAN TAHTASI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Sendikanın üyelerine duyuracağı ilan, tebliğ ve bültenler için\nişverence, işyerinde giriş, çıkış ve yemekhanelerin uygun yerlerine\nkilitli ve camekanlı ilan tahtaları sağlanır. Bu ilan tahtalarının\nanahtarları, işyeri sendika baştemsilcisinde ve onun yokluğunda bir işyeri\ntemsilcisinde bulunur.\u003C\u002Fp>\n\n\u003Cp>b)İlan tahtalarına asılacak her türlü yazıların altı, sendika\nyetkililerince mühürlenerek, imzalanır. Bu mühür ve imzaları taşımayan\nyazılar, ilan tahtalarına asılamaz. Asılacak ilanların bir sureti, bilgi\niçin işverene verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- İŞYERİNDE SENDİKAL ÇALIŞMALAR\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışmayan sendika yöneticileri Toplu İş Sözleşmesi\nuygulaması, şikayet ve uyuşmazlıklarla ilgili olarak, işyeri sendika\ntemsilcileriyle, işverenle ya da işçilerle görüşmek üzere, önceden\nbilgi vermek koşuluyla işyerine girebilirler.\u003C\u002Fp>\n\n\u003Cp>Gerektiğinde toplu açıklamalarda bulunmak üzere yemekhanede toplantı\ndüzenleyebilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- SENDİKA TEMSİLCİ VE GÖREVLİLERİNİN ÇALIŞMA KOŞULLARI VE\nSENDİKAL İZİNLER\u003C\u002Fh2>\n\n\u003Cp>a)İşyeri sendika temsilcileri temsilcilik görevlerini iş saatleri\ndışında, dinlenme zamanlarında, işverenin muvafakati ile de iş saatleri\niçinde yürütürler.\u003C\u002Fp>\n\n\u003Cp>b)Ancak, faaliyetleri sırasında işin ve iş disiplininin aksamasına\nhiçbir şekilde sebebiyet vermezler.\u003C\u002Fp>\n\n\u003Cp>c)İşyeri sendika baştemsilcisi, işletme açısından kesin zorunluk\nolmadığı hallerde gündüz çalışır.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri, haftada bir gün iki saat, temsilcilik\nodasında işyeri ile ilgili sorunları görüşmek için toplantı\nyapabilirler. Bu süre çalışma süresinden sayılır. İşyeri sendika\nbaştemsilcisine günde 1 saat ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>d)Sendika temsilcisi ve görevlilerine, konferans, seminer, yönetim,\ndenetim, onur kurulu, temsilciler meclisi gibi toplantılara katılmaları\niçin sendikanın yazılı talebi üzerine yılda toplam 24 gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler, her görevli için ayrı ayrı olmayıp tüm görevliler\niçindir.\u003C\u002Fp>\n\n\u003Cp>e)Genel Kurul İzinleri: Olağan ya da Olağanüstü Genel Merkez ya da\nŞube Genel Kurullarında, Genel Kurula katılacak bütün delegelere Genel\nKurul süresi kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak sendika işyerine 10 gün önceden delege listesini gönderir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>f)Her yıl işçi sayısının % 5'ini geçmeyecek kadar üyeye 3 gün\nücretli eğitim izni verilir. Ücretli eğitim süresi yılda (% 5 x 3\ngün)'ü geçemez. Bu izin süresinin günlere dağılımı sendikaca\nbelirlenir. Ancak her bir gün için eğitim izni kullanan işçilerin sayısı\ntoplam işçi sayısının %5'ini geçemez. Eğitime katılacakların listesi,\nsendikaca 10 gün önceden işverene bildirilir ve mutabakat sağlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 12- SENDİKA YÖNETİCİ VE TEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>a)Sendikanın yönetim kurullarında, başkanlığında veya yürütme\nkurullarında görev almalarından dolayı iş sözleşmesini askıya almak\nsuretiyle işyerinden ayrılan üyeler, bu görevlerinin seçime girmemek,\nseçilememek veya çekilmek suretiyle son bulması üzerine, son bulmayı takip\neden 1 ay içinde işe alınmalarını istedikleri takdirde, işverence, eski\nişleri boşsa öncelikle o işe, değilse eski işine uygun bir işe\nalınırlar.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, ayrıldıkları tarihteki ücretlerine, sonraki Toplu İş\nSözleşmeleriyle gelen zamların da eklenmesiyle bulunacak ücretle\nçalışmaya başlarlar.\u003C\u002Fp>\n\n\u003Cp>İşveren bu işçileri, başvuru tarihinden itibaren 1 ay içinde işe\nalmadığı takdirde, yukarıdaki fıkra uyarınca hesaplanacak ücretlerini ve\nbu toplu iş sözleşmesiyle belirlenen diğer bütün haklarını ödemeye\ndevam etmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde çalışan sendika Yönetim Kurulu Üyeleri ile işyeri\nsendika temsilcileri, kendi kadrolarıyla belirlenmiş servislerindeki\nişyerinden başka bir yere, yazılı onayları olmaksızın nakledilemez.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, işyeri sendika temsilcilerinin hizmet akitlerini haklı bir\nsebep olmadıkça ve sebebini açık ve kesin şekilde belirtmedikçe\nfeshedemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- İŞE ALMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a)İşyerine işçi alınması gerektiğinde deneme süresi 4 ay olup\nuygulanacak usul, işveren tarafından mevzuat hükümlerine göre tayin ve\ntatbik olunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşveren, boşalan kadroların, işyerinde çalışmakta olan işçileri\natama yoluyla doldurulmasında, istekli olanlara öncelik verecektir.\u003C\u002Fp>\n\n\u003Cp>c)Dışarıdan işçi almak gerektiğinde, işyerinde çalışan işçilerin\neş ve çocukları ile daha önceden tenkisat sebebiyle çıkarılmış\nişçilerin işe alınmasına öncelik verilecektir.\u003C\u002Fp>\n\n\u003Cp>İşçi alma ve çalışma koşulları ile ilgili olarak çıkartacağı her\ntürlü tüzük, yönetmelik ve tamimleri işveren sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>d)Okulların statüsü gereği üyelerin staj veya mesleki eğitim yapması\ngereken çocuklarına, okullarındaki başarı durumları dikkate alınarak\nişyerinin olanakları ölçüsünde staj veya mesleki eğitim önceliği\ntanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- ASKERLİK NEDENİYLE İŞYERİNDEN AYRILAN İŞÇİLERİN\nYENİDEN İŞE ALINMALARI VE ASKERLİK ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>a)Muvazzaf askerlik ödevi nedeniyle işyerinden ayrılarak, bu görevin\ntamamlanmasını izleyen 90 gün içinde yeniden işe girmek için işyerine\nbaşvuran işçiler, 3 ay içinde eski işlerine veya eski işlerine uygun bir\nişe, askerlik öncesi o işyerindeki kıdem süresine eşit kıdeme sahip\nemsallerine uygun bir ücretle alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bedelli askerlik kapsamında bir aylık temel eğitimini tamamlamak için\nişyerinden ayrılan işçilerin yazılı olarak talep etmeleri halinde kıdem\ntazminatı hakları saklı tutularak mevzuat gereği SGK çıkışları\nyapılır. Bu işçiler bedelli askerlik bitiminde eski işlerine mevcut\nkıdemleri ile devam ederler.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik ödevi dışında, manevra ya da askerlikle ilgili\nherhangi bir nedenle, zorunlu olarak işyerinden ayrılan işçilerin, iş\nsözleşmeleri feshedilemez, ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, görevlerinin bitimini izleyen 1 hafta içinde başvurmaları\nhalinde yeniden işe başlarlar.\u003C\u002Fp>\n\n\u003Cp>c)Muvazzaf askerlik görevini yapmak üzere işyerinden ayrılan üyeye 1\naylık ücreti tutarında askerlik ödeneği verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch2>MADDE 15- GEÇİCİ İŞÇİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Yasada belirtilen sürekli işlerde, geçici işçi ve müteahhit firma\nçalıştırılamaz. Belirli süreli tevsi, montaj ve fırın tamiri işlerinde\nbelirli süreli hizmet akdi ile çalıştırılan işçilerle, süreksiz\nişlerde çalıştırılan geçici işçiler hakkında bu toplu iş\nsözleşmesi uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki, daimi işlerde 1 aydan fazla geçici işçi\nçalıştırılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16- İŞ DEĞİŞİKLİĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçiler, işyerinde kendi işlerinden farklı nitelikteki bir başka işe\nyazılı onayları olmaksızın nakledilemezler. Uygulamada toplu iş\nsözleşmesinin 1. Maddesinin c bendinde yer alan adresler farklı işyerleri\nolarak sayılmazlar.\u003C\u002Fp>\n\n\u003Cp>Zorunlu ve olağanüstü durumlarda bu hüküm uygulanmaz. Ancak, bu\ndurumlar ortadan kalktığında, işçiler, derhal eski işlerine dönerler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17- ENGELLİ İŞÇİLERİN ÇALIŞTIRILMASI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışmaktayken, iş kazası, meslek hastalığı, hastalık\nya da herhangi bir nedenle Sağlık Bakanlığı'na bağlı sağlık\nkuruluşlarından veya SGK'nın anlaşmalı olduğu sağlık kuruluşlarından\n\"hafif işlerde çalışabilir\" raporu alanların, işyerinde durumlarına\nuygun bir işte, ücretlerinden bir indirim yapılmaksızın\nçalıştırılmaları talebi İş Sağlığı ve Güvenliği Kurulu'nda\ndeğerlendirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18- NORMAL ÇALIŞMA SÜRELERİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>İşyerinde vardiya dışında normal çalışma süresi haftada 45 saattir.\nBu süre haftada 6 işgünü ve günde 7,5 saati geçmemek üzere\nçalışılarak, Pazar günü tamamen tatil yapılarak uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışma süresinin ortalama bir zamanında kanuna göre ara dinlenmesi\nverilir ve bu ara dinlenmesi çalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19- VARDİYALI ÇALIŞMA SÜRELERİ\u003C\u002Fh2>\n\n\u003Cp>a)Vardiyalı çalışan işçilerin çalışma süreleri, günde 7,5 saat ve\nhaftada 45 saattir. Bu işçilere, günlük çalışma sürelerinin ortalama\nbir zamanında, yasaya göre ara dinlenmesi verilir ve bu ara dinlenmesi\nçalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde 1. Vardiya 08.00-16.00, ikinci vardiya 16.00-24.00, üçüncü\nvardiya 00.00¬08.00 olarak uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>c)Haftalık çalışma süresinin günlere dağılımı, vardiya saatlerinin\ntespit ve değişimi, yasa, tüzük ve yönetmelikler dikkate alınarak\nişverence yapılır.\u003C\u002Fp>\n\n\u003Cp>d)Vardiyalar, bir hafta gece çalışanların, ondan sonraki hafta gündüz\nçalışmaları şeklinde düzenlenir. Gece ve gündüz çalışmalarında iki\nhaftalık nöbetleşme esası da uygulanabilir. Düzenleme ve değişiklikler,\nönceden işyerinde ilan edilir.\u003C\u002Fp>\n\n\u003Cp>Vardiyalarda çalışan işçiler devir ve teslim etmeden işi\nbırakamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20- FAZLA ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cp>a)Bu sözleşme ile belirlenen günlük çalışma ve haftalık çalışma\nsürelerinin üzerinde yapılacak her türlü çalışmalar fazla\nçalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Fazla çalışmalar günde 3 saati ve fazla çalışma yapılacak günlerin\nsayısı her üye için yılda 90 işgününü geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>b)Fazla çalışmalarda saat başına düşen ücret sözleşmenin birinci\nyılında %85, ikinci yılında ise %100 zamlı olarak ödenir. Aylık\nhesaplamalarda yarım saatten az çalışmalar yarım saat, yarım saatten\nfazla ve bir saatten az çalışmalar da bir saat olarak kabul edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Prensip olarak fazla çalışmaya katılmak üyenin onayına\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>Ancak, önceden tahmin edilemeyen veya önüne geçilemeyen durumlar ile bir\narızanın ortaya çıkması gibi olağanüstü durumlarda fazla çalışma\niçin üyenin onayı aranmaz. Olağanüstü nedenlerle günde 3 saatin\nüzerinde fazla çalışma yapan işçilerin bu fazla çalışma sürelerinin\nbir saatlik kısmı 24:00 - 06:00 saatleri arasına rastlarsa bu işçiler\nizleyen günlük çalışma saatlerinde ücretli izinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>Böylesi olağanüstü durumlarda fazla çalışmanın düzenlenmesi 4 saati\ngeçemez. 4 saatten fazla çalışmayı gerektiren durumlarda postalar halinde\nfazla çalışma yaptırılır.\u003C\u002Fp>\n\n\u003Cp>d)Maddenin (c) fıkrasına göre yapılan fazla çalışmaların sonunda\nişveren, işçiyi araç temin ederek, servis güzergahına göndermekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21- FAZLA ÇALIŞMA UYGULAMASI\u003C\u002Fh2>\n\n\u003Cp>a)Normal fazla çalışmalar için, fazla çalışma yapacak üyelerin\nlistesi, fazla çalışma uygulanmasından en az 2 gün önce işyerinde ilan\ntahtasına asılır.\u003C\u002Fp>\n\n\u003Cp>b)Üyenin duyurulan çalışma gününden en az 1 gün önce\nçalışamayacağını işverene bildirme hakkı saklıdır. Üyenin böyle bir\nbaşvuruda bulunmaması durumunda, listede belirtilen günde fazla çalışma\niçin olur vermiş sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 22- GECE ZAMMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Gece süresi saat (20.00-06.00) dır. Bu sürede çalışan üyelere,\nçalıştıkları her saat için ücretleri %10 oranında artırılarak\nödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 23- GEÇ KALMA\u003C\u002Fh2>\n\n\u003Cp>a)30 dakikaya kadar gecikmelerde, işçi işe alınır ve ücretinden bir\nkesinti yapılmaz. 60 dakikaya kadar gecikmelerde işçi işe alınır, ancak,\nücretinden, geç kaldığı süre kadar ücret kesilir. Bu durumda, hafta\ntatili yevmiyesinden kesinti yapılamaz. Yukarıdaki fıkradaki gecikmeler,\nyılda toplam 6 defadan fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>b)60 dakikadan fazla gecikmelerde, işveren o gün için işçiyi işe\nalıp, almamakta serbesttir. İşçi işe alındığı taktirde çalıştığı\nsaatlerin ücreti ve hafta tatili yevmiyesi kendisine ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24- SAAT KARTLARI, ÇALIŞMANIN TESPİTİ VE İŞİN DURMASI\u003C\u002Fh2>\n\n\u003Cp>İşçinin çalışma süresini belirleyen belgeler, saat kartı ile buna\ngöre tutulan puantaj cetvelidir.\u003C\u002Fp>\n\n\u003Cp>İşe başlamadan ve işin bitiminde saat kartının basılması zorunludur.\nAncak, saat kartını basmayı unutan işçinin çalıştığı\nsaptandığında ücreti tam olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- HAFTA TATİLİ\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde vardiya dışındaki normal çalışmalar için hafta tatili\nPazar günüdür. Vardiyalı çalışanlara 24 saatten az olmamak üzere\nhaftada 1 gün hafta tatili verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>b)İşçiler, hafta tatilinde çalıştırılamazlar. Hak kazandığı hafta\ntatili gününde çalışacak olanlar için bu Toplu İş Sözleşmesinin\n20.maddesindeki prosedür uygulanır ve çalıştığı hafta tatili günü\niçin toplam 3 yevmiye ödenir. Hafta tatilinde çalıştırılan işçiler\nizleyen 30 gün içinde bir kez daha hafta tatilinde çalıştırılırlar ise\nbu madde gereğince yapılan ödemelere ek olarak kendilerine takip eden hafta\niçerisinde 1 gün izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Hafta tatili günü ile ulusal bayram ya da genel tatil günlerinin\nçakışması durumunda işçi yararına olan hüküm uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 26- ULUSAL BAYRAM VE GENEL TATİLLER\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal bayram ve genel tatillerden Kurban Bayramı tatili arife günü dahil\n5 gün, Ramazan Bayramı tatili arife günü dahil 4 gündür. Kanundaki diğer\ntatil günleri, Yasa'da belirlenen günlerdir. Bu günlerde işçiler\nçalıştırılamazlar. Çalışılması halinde, çalışma yapacak üyelerin\nlistesi çalışma uygulamasından en az 3 gün önce işyerinde ilan\ntahtasına asılır. Üyenin duyurulan çalışma gününden en az 2 gün önce\nçalışamayacağını işverene bildirme hakkı saklıdır. Üyenin böyle bir\nbaşvuruda bulunmaması durumunda, listede belirtilen günde çalışma için\nolur vermiş sayılır. İşçilerin çalıştıkları tatil günlerinin dini\nbayramlara (Ramazan Bayramı ve Kurban Bayramı) rastlaması halinde\nücretleri, toplam 4 yevmiye olarak ödenir. İşçilerin çalıştıkları\ntatil günlerinin diğer ulusal bayram ve genel tatil günlerine rastlaması\nhalinde ücretleri toplam 3 yevmiye olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27- YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Cp>a)Yıllık ücretli izne hak kazanılması için gerekli sürenin ve izin\ngünlerinin belirlenmesinde esas tutulacak hizmet süresinin hesabında, deneme\nsüresi de dahil olmak üzere işçilerin aynı işverenin bir veya çeşitli\nişyerlerinde devamlı yahut aralıklı olarak çalıştıkları süreler\nbirleştirilerek dikkate alınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>b)Yıllık ücretli izinler, yasal izin süreleri iki gün artırılarak\nkullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Yıllık ücretli izin süresine rastlayan yasal hafta tatili, arife\ngünleri tam gün olarak dahil olmak üzere, ulusal bayram ve genel tatil\ngünleri yıllık ücretli izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>d)İşin niteliğine göre, izin hakkını kazanmadan yıllık ücretli izin\nkullandırılan işçinin herhangi bir nedenle işten ayrılması durumunda\nhaklarından ve alacaklarından hiçbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>e)Yıllık ücretli izinler tarafların anlaşması ile bir bölümü on\ngünden aşağı olmamak üzere bolümler halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>f)Toplu izin kullanıldığında, toplu izne çıkış tarihinde kıdemleri,\nher kademe için gerekli olan süreden 6 aya kadar eksik bulunanlar bir üst\nkademenin izin süresinden yararlanırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- YILLIK ÜCRETLİ İZİN SÜRESİ İÇİNDE İSTİRAHAT\u003C\u002Fh2>\n\n\u003Cp>Yıllık ücretli izin süresi içinde hastalanan işçinin Sağlık\nBakanlığı ve SGK'nın anlaşmalı olduğu tam teşekküllü sağlık\nkuruluşlarından aldıkları istirahatlerde, bu süreler, yıllık ücretli\nizin sürelerine eklenir.\u003C\u002Fp>\n\n\u003Cp>Üye bu durumunu izin süresi içinde işyerine bildirmek ve belgelemek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 29- İZİN BELGESİ\u003C\u002Fh2>\n\n\u003Cp>Yıllık ücretli izne çıkan işçiye, adını, soyadını, SGK ve işyeri\nsicil numarasını içeren ve izin tarihlerini gösteren bir izin belgesi\nverilir. Bu izin belgesi işyerinin imzasını ve kaşesini taşır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30- DİĞER ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>a)İşçilerin eşinin doğum yapması halinde 5 gün, evlat edinmesi\nhalinde 3 gün, anne, baba, kardeş, eş ve çocuklarından birinin ölümü\nhalinde 3 gün, kayınvalide ve kayınpederin ölümü halinde 2 gün,\nişçinin evlenmesi halinde 7 gün, kendisinin ya da anne veya babasının\nikametgahlarında olan sel, yangın, deprem gibi felaketlerde 10 güne kadar\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Doğum ve ölüm izinleri, olaydan başlayarak en geç 20 gün, evlenme izni\nise 30 gün içinde kullanılır.\u003C\u002Fp>\n\n\u003Cp>İşveren istediğinde işçi bunu belgelerle kanıtlar.\u003C\u002Fp>\n\n\u003Cp>Ölüm iznine çıkmadan önce işçiye, isteği durumunda 15 günlük\nücreti tutarın da olmak ve ilk istihkakından mahsup edilmek üzere avans\nverilir.\u003C\u002Fp>\n\n\u003Cp>b)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>c)Üyenin, müracaatı üzerine, ücretsiz mazeret izni verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- ÜCRET ÖDEMELERİ\u003C\u002Fh2>\n\n\u003Cp>a)Ücret ödemeleri çalışılan ayı takip eden 5. gün yapılır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, ücret ödemelerinde işçiye ücret ve kesintilerini gösterir\nimzalı ve işyerinin özel işaretini taşıyan bir pusula vermekle\nyükümlüdür. Bu ücret pusulasında; ödemenin günü, ilişkin olduğu\ndönem, fazla çalışma, hafta tatili, ulusal bayram ve genel tatil ücretleri\ngibi asıl ücrete yapılan her türlü eklentiler tutarı ile vergi, sigorta\nprimi, avans mahsubu, nafaka ve icra gibi her çeşit kesintilerin\ngösterilmesi gereklidir.\u003C\u002Fp>\n\n\u003Cp>c)İşveren KVKK kapsamında muvafakat aldığı üye işçilerin saat\nücretlerine ilişkin bilgileri her ay bilgisayar ortamında sendikaya\niletecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32- ÜCRET ZAMMI \u003C\u002Fh2>\n\n\u003Ch3>A) Ücret Zammı:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Ch4>1)Birinci Yıl Birinci Altı Ay Ücret Zammı: (01.01.2024-30.06.2024)\u003C\u002Fh4>\n\n\u003Cp>Toplu İş Sözleşmesi kapsamındaki işyerlerinde çalışan sendika\nüyesi işçilerin 31.12.2023 tarihinde almakta oldukları net saat\nücretlerine, 01.01.2024 tarihinden itibaren geçerli olmak üzere %55\noranında ücret zammı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2)Birinci Yıl İkinci Altı Ay Ücret Zammı: (01.07.2024-31.12.2024)\u003C\u002Fh4>\n\n\u003Cp>Kapsama dahil tüm işyerlerinde çalışan sendika üyesi işçilerin\n30.06.2024 tarihindeki net saat ücretlerine, 01.07.2024 tarihinden geçerli\nolmak üzere Temmuz 2024'de ilan edilen 2003=100 bazlı TÜİK Tüketici\nFiyatları Endeksinde 01.01.2024-30.06.2024 tarihleri arasında gerçekleşecek\nendeks değişim oranına +5 puan eklenmesiyle bulunacak oranda ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Ch4>3)İkinci Yıl Birinci Altı Ay Ücret Zammı: (01.01.2025-30.06.2025)\u003C\u002Fh4>\n\n\u003Cp>Kapsama dahil tüm işyerlerinde çalışan sendika üyesi işçilerin\n31.12.2024 tarihindeki net saat ücretlerine, 01.01.2025 tarihinden geçerli\nolmak üzere Ocak 2025'te ilan edilen 2003=100 bazlı TÜİK Tüketici\nFiyatları Endeksinde 01.07.2024-31.12.2024 tarihleri arasında gerçekleşecek\nendeks değişim oranına, +10 puan eklenmesiyle bulunacak oranda ücret zammı\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak 1 'inci yıl 2. altı aylık dönemde ve 2'nci yıl 1. Altı aylık\ndönemde alınan toplu iş sözleşmesi ücret zamlarının toplam artış\noranının, 2025 yılı başında açıklanan yıllık asgari ücret artış\noranının altında kalması halinde aradaki puan farkı, 2'nci yıl 1. Altı\nay ücret zammına ilave edilerek uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch4>4)İkinci Yıl İkinci Altı Ay Ücret Zammı: (01.07.2025-31.12.2025)\u003C\u002Fh4>\n\n\u003Cp>Kapsama dahil tüm işyerlerinde çalışan sendika üyesi işçilerin\n30.06.2025 tarihindeki net saat ücretlerine 01.07.2025 tarihinden geçerli\nolmak üzere Temmuz 2025'de ilan edilen 2003=100 bazlı TÜİK Tüketici\nFiyatları Endeksinde 01.01.2025-30.06.2025 tarihleri arasında gerçekleşecek\nendeks değişim oranına +5 puan eklenmesiyle bulunacak oranda ücret zammı\nyapılacaktır. Ancak bu oran, aynı dönemdeki asgari ücret artış\noranının altında olmayacaktır.\u003C\u002Fp>\n\n\u003Ch3>B) İşe Giriş Ücreti:\u003C\u002Fh3>\n\n\u003Cp>Sözleşmenin yürürlük tarihinden sonra işe giren işçilerin\nücretleri, 4 aylık deneme süresi içinde bulunulan dönemdeki net asgari\nücretin %26 (yüzde yirmi altı) fazlası olacak şekilde belirlenir.\u003C\u002Fp>\n\n\u003Cp>Bu işçiler dört aylık deneme süresi sonunda çalışmaya devam\nettirilerek daimi kadroya alınırlarsa ücretleri, kadroya alındıkları\ntarihten itibaren, kadroya alındığı grubun en düşük ücretli çalışan\nişçinin ücreti seviyesine çekilecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Ch2>MADDE 33- İKRAMİYE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdays1\">\u003Cp>a)İşçilere bir yılda 90 günlük ücretleri tutarında ikramiye verilir.\nBu ikramiyeler 6 eşit taksite bölünerek ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cp>b)İkramiye ödemeleri,15 Şubat, 15 Nisan, 15 Haziran, 15 Ağustos, 15\nEkim, 15 Aralık yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Bu ikramiye ödeme günleri dini bayram günlerini takiben en fazla 10\ngünlük bir süreye rastladığı takdirde, ikramiye ödemeleri arife\ngününden önce yapılır.\u003C\u002Fp>\n\n\u003Cp>d)Maddenin (b) fıkrasında belirlenen ikramiye ödeme günleri arasında\niş sözleşmesi devam etmiş olan işçiler, bu günlerde verilecek ikramiye\nmiktarlarının tamamına, iş sözleşmesi ödeme tarihleri arasındaki\nsürenin tamamını kapsamayanlar ise ödenecek ikramiyenin nisbi olarak\nhesaplanacak miktarına hak kazanırlar. Ancak Sağlık Bakanlığına bağlı\nsağlık kuruluşlarından veya SGK'nın anlaşmalı olduğu sağlık\nkuruluşlarından alınacak her türlü istirahatlerde ve ücretsiz izinlerin\n10 güne kadar olan kısmı için ikramiye ödemelerinden kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>e)İş Sözleşmesinin sona ermesi durumunda, işçiye çalıştığı gün\noranında ikramiye ödemesi yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- İZİN ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>Her yıl, yıllık ücretli izne çıkan işçilere, izne çıkmadan önce\nödenmek üzere, sözleşmenin 1. Yılında net 4.000- TL izin ödeneği\nverilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35- BAYRAM ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>Dini bayramlardan önce (Ramazan ve Kurban Bayramı) sözleşmenin 1.\nYılında her bir bayram için net 2.500.- TL bayram ödeneği ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2023'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek fiyat değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- AİLE YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışan sendika üyesi işçilere, sözleşmenin\nyürürlüğü süresince her ay sigorta priminden muaf miktar kadar aile\nödeneği verilir. Bu miktar toplu iş sözleşmesinin yürürlüğü boyunca\nsigorta priminden muaf miktar değiştikçe değiştirilen miktara\nyükseltilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 37- EVLENME ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>Evlenen işçiye, evlenme iznine çıkmasından en geç iki gün önce\nsözleşmenin 1. yılında net 5.000.- TL evlenme ödeneği verilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçinin eşinin de aynı işyerinde çalışması durumunda bu\nödenekten her ik i işçi de ayrı ayrı yararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 38- YEMEK\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İşyerinde çalışılan günler için kalite ve çeşit bakımından\nişçi, memur ayrımı yapılmaksızın ve üç kaptan az olmamak üzere bir\nöğün yemek verilecek, münasip bir servisle tevzi edilecektir. Maliyet\ngözetilerek yemeğin miktar, vasıf ve listelerinde kısıtlama yapılamaz.\nDoktor raporu ile perhizli olanlara, ramazanda oruç tutanlara sözleşmenin 1.\nyılında günlük 130-TL ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>Yemek listeleri haftalık veya 15 günlük olarak işveren ve sendika\ntemsilcisi tarafından birlikte hazırlanır.\u003C\u002Fp>\n\n\u003Cp>Hazırlanan yemek listesinde bilahare değişiklik yapılmaz. Zorunlu bir\nsebep ile değişiklik yapılması gerektiğinde, değişiklik işçi\ntemsilcileri ile birlikte yapılır.\u003C\u002Fp>\n\n\u003Cp>1,5 saat ve daha fazla müddet fazla mesaiye kalınması halinde kahvaltı\nver ilecektir. Görevli olarak dışarıda bulunduğu için işyerinde yemek\nyiyemeyenlere yedikleri yemeğin tutarının belgelenmesi karşılığı\nücreti ödenir. İşçilere çalıştıkları günlerde, yemeklerde 250 gr.\nsüt veya yoğurt verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- ÇOCUK ZAMMI\u003C\u002Fh2>\n\n\u003Cp>Sözleşmenin yürürlük süresince, işyerinde çalışan işçilere,\nbakımı ile yükümlü oldukları iki çocuk için her çocuk başına ayda\nsigorta priminden muaf tutar kadar çocuk zammı ödenir. Nüfus kağıdı\nsureti ibraz edilmedikçe bu zam verilmez.\u003C\u002Fp>\n\n\u003Cp>Anne ve babanın her ikisi de bir işyerinde çalışmakta iseler bu yardım\nçocuklara baktığı anlaşılan işçiye yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40- EĞİTİMİ TEŞVİK BURSU\u003C\u002Fh2>\n\n\u003Cp>İşverence işçinin okula giden çocukları için işçiye;\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 1 .yılında,\u003C\u002Fp>\n\n\u003Cp>a)Anaokulu da dahil olmak üzere İlköğrenimdeki çocuklar için: net\n2.000-TL,\u003C\u002Fp>\n\n\u003Cp>b)Orta öğrenime devam eden ve sanat okuluna giden çocuklar için: net\n3.000- TL,\u003C\u002Fp>\n\n\u003Cp>c)Yüksek Okul ve Üniversiteye giden çocuklar için: net 4.000- TL,\u003C\u002Fp>\n\n\u003Cp>Eğitimi teşvik bursu ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktarlar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler okulların açılış devresine rastlayan günlerde, o tarihte\nişyerinde çalışmakta bulunan işçinin, çocuğunun öğrenim durumunu\nbelge ile tevsiki üzerine ödenir. Ana ve baba aynı işyerinde çalışmakta\niseler bu yardım sadece birisine ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41- DEVAM TEŞVİK PRİMİ\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere her ay ücretlerine ilaveten 2 günlük ücretleri\ntutarında devam teşvik primi ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42- DOĞUM ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçinin eşinin ya da kadın işçinin kendisinin doğum yapması\ndurumunda, her çocuk için, sözleşmenin 1. yılında net 4.000-TL doğum\nödeneği verilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>İşçiler aynı işyerinde çalışıyorlarsa, bu yardımdan anne\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>Ölü doğan çocuklar için sadece ölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43- ÖLÜM ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>Ölen işçinin eşine, yoksa çocuklarına, bunlar da yoksa anne veya\nbabasına işçinin normal ölümü halinde; sözleşmenin 1. yılında net\n19.000-TL, iş kazası sonucu ölümü halinde, sözleşmenin 1. yılında net\n19.000.- TL'si mahkeme sonucu alacağı tazminattan mahsup edilmek üzere net\n95.000-TL,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>işçinin eşinin, çocuklarının veya anne ve babasından birisinin\nölümü halinde; sözleşmenin 1. yılında net 7.000- TL ölüm ödeneği\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktarlar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ana, babanın ölümü halinde işyerinde bu yardıma hak kazanan birden\nfazla kişi varsa, yardım bunlar arasında eşit miktarda\npaylaştırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44- GİYİM ÖDENEĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçilere her yıl Kasım ücretleriyle birlikte ödenmek üzere\nsözleşmenin 1. yılında net 2.000.-TL giyim ödeneği verilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 2. yılında bu miktar, Ocak 2025'te ilan edilen 2003=100\nbazlı TÜİK Tüketici Fiyatları Endeksinde 01.01.2024-31.12.2024 tarihleri\narasında gerçekleşecek endeks değişim oranına, +10 puan eklenmesiyle\nbulanacak oran kadar arttırılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45- ESKİ HAKLAR\u003C\u002Fh2>\n\n\u003Cp>a)Yolluklar: Mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>b)Taşıt: Mevcut uygulamaya devam edilir. Servislerin güzergahları\nişveren vekili ve baştemsilci tarafından birlikte hazırlanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 46- KORUYUCU ÖNLEMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a)İşveren İş Kanunu ile İş Sağlığı ve Güvenliği Mevzuatı'nın\nbelirttiği bütün önlemleri işyerinde almakla yükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşyerinde hastalık ve sağlık malzemesi işyerinin her ünitesinde\nbulundurulur. İşin niteliği gereği eldiven, gaz maskesi, gözlük,\nkulaklık ve çizme gibi koruyucu malzeme işçilere verilir. Kullanılmayacak\nderecede yıpranmış olan malzemeler derhal değiştirilir. Malzemelerin\nkalitesi konusunda baştemsilci ile mutabakata varılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>b)İşçiler iş sağlığı ve güvenliği ile ilgili işyeri kurallarına\nuymakla ve verilen koruyucu malzemeleri kullanmakla yükümlüdürler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)İşyerinde, işçiyi hastaneye ya da evine göndermek üzere 24 saat\ntaşıt bulundurulur. Gerektiğinde tıbbi araç ve gereçle donatılmış bir\nambulansın derhal temini için işverence gerekli önlemler alınır.\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde ve işyerine bağlı yemekhane, soyunma yeri ve diğer sosyal\ntesislerde işverence kalorifer tesis edilecek veya bu yerler yeterli biçimde\nısıtılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- GENEL SAĞLIK MUAYENESİ\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde çalışan üyeler, yılda bir kez genel sağlık\nkontrolünden geçirilirler. İşyeri doktorunun lüzum göstermesi halinde\ngerekli testler yaptırılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>b)Ayrıca, işyerinde kurşun, asit, ve benzeri sağlık zararlılarına\nmaruz kalabilecek, meslek hastalığı yaratabilecek işlerde çalışan\nişçiler 6 ayda bir check-up kontrolünden geçirilir ve gerekli testler\nyaptırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu durumda işçilerin ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde kurşun, asit, asbest ve benzeri sağlık zararlılarına\nmaruz kalacak, meslek hastalığı yaratabilecek işlerde çalışan işçiler,\nbu işlerde geçirdikleri 5 yıllık süre sonunda, istekleri halinde,\nücretlerinde ve sosyal haklarında indirim yapılmaksızın, diğer işlerde\naçılacak kadrolara öncelikle alınırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- SAĞLIK ODASI\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde İş Sağlığı ve Güvenliği Mevzuatına uygun bir sağlık\nodası kurulur. Sağlık odasında ilk yardım ve ilk müdahale için gerekli\nmalzeme, ilaç ve alet bulundurulur.\u003C\u002Fp>\n\n\u003Cp>b)İşyerinde, işçilere ilan edilen, günün belirli saatlerinde doktor\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>c)İşveren, işyerinde doktor bulunmadığı zamanlarda gerekli ilk yardım\nve sağlık hizmetlerini yapabilecek nitelikte personeli, sağlık odasında\nhazır bulundurur.\u003C\u002Fp>\n\n\u003Ch2>MADDE 49- SOYUNMA YERLERİ VE DOLAPLARI, DUŞLAR\u003C\u002Fh2>\n\n\u003Cp>a)İşyerinde soyunma yerleri ihtiyaca uygun düzeye getirilir.\u003C\u002Fp>\n\n\u003Cp>b)İş Sağlığı ve Güvenliği Mevzuatına uygun yeterli sayıda yıkanma\nyeri, dolap, tuvalet ve duşlar kurulur ve bu yerlere bir görevli tahsis\nedilir. Buralarda işverence yeterli temizlik malzemesi sağlanır.\u003C\u002Fp>\n\n\u003Cp>c)Üyelere, yılda 1 defa 90 x 150 cm. ebadında asgari 650 gr. büyük boy\nbanyo havlusu, ayrıca 2 defa 45 x 90 cm. ebadında asgari 250 gr. orta boy\nhavlu ile ayda 1 kg. deterjan verilir.\u003C\u002Fp>\n\n\u003Cp>d)Kaliteler konusunda temsilcilerle mutabakata varılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- HASTALIK DURUMUNDA İŞ SÖZLEŞMESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>İşçinin hastalık, gebelik, doğum, iş kazası gibi nedenlerle Sağlık\nBakanlığı'na bağlı sağlık kuruluşlarından veya SGK'nın anlaşmalı\nolduğu sağlık kuruluşlarından aldığı rapor - 18 ayı geçmemek\nşartıyla- süresince iş sözleşmesi İş Kanunu Madde 17 gereğince\nfeshedilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>MADDE 51- GEÇİCİ İŞGÖREMEZLİK ÖDENEĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>a)Viziteye ayrılan işçinin istirahat almaması durumunda en kısa süre\niçinde işyerine dönmesi ve işçinin işbaşı kâğıdına muayene saatini\nyazdırması koşulu ile vizitede geçen süreler için ücreti işveren\ntarafından ödenir. Fazla gecikmelerde ücret ödenmez.\u003C\u002Fp>\n\n\u003Cp>b)İstirahat alan işçi durumu en kısa zamanda, mümkünse aynı gün\niçinde işverene bildirir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Sosyal Sigortalar Kurumu sağlık tesislerinden bir defada 5 gün ve daha\nfazla istirahat alan işçilere, kurumun ödemediği ilk iki günlük ücreti\nişverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>c)Sosyal Sigortalar Kurumu sağlık tesislerinden iş kazası ve meslek\nhastalıklarından dolayı alınan istirahatlerde kurum tarafından ödenen\nücret işverence tama iblağ edilir. İş kazası ve meslek hastalıklarından\ndolayı acil durumlarda işçi SGK sağlık tesislerine işveren tarafından\ngötürülür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 52- TOPLU İŞÇİ ÇIKARMA\u003C\u002Fh2>\n\n\u003Cp>Toplu işçi çıkarmada yasa hükümleri uygulanır. Yasa gereği\nbildirimden sonra işyeri sendika temsilcileri ve yöneticileri ile işveren\narasında yapılacak görüşmelerde, işletmenin ihtiyacı ve işverenin\ntalepleri saklı kalmak kaydıyla, her iki tarafın da üzerinde görüş\nbirliğine varması halinde öncelikle çıkarılacak işçiler arasından;\u003C\u002Fp>\n\n\u003Cp>a)Kendi isteği ile ayrılacak olanlar,\u003C\u002Fp>\n\n\u003Cp>b)Emekliler ve Sosyal Sigortalar Kanunu'na göre emeklilik hakkını\nkazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>c)Yaptıkları iş tasfiye edildiği halde eski işine uygun başka bir\nişte çalışmak istemeyenler veya böyle bir iş bulunamayanlar,\u003C\u002Fp>\n\n\u003Cp>d)Son giren ilk çıkar sıralaması dikkate alınarak toplu çıkarmaya\ntabi olacak işçiler belirlenir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan Sendika Yönetim, Denetim ve Disiplin Kurulu\nÜyeleri, Sendika Temsilcileri ancak işyerinin tamamen kapatılması durumunda\nçıkarılabilirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 53- TUTUKLULUK YA DA GÖZETİM ALTINA ALINMA NEDENİYLE İŞ\nSÖZLEŞMESİNİN FESHİ\u003C\u002Fh2>\n\n\u003Cp>a)İşçi, işyeri dışında bir suçtan dolayı gözetim altına alınır\nveya tutuklanırsa, 6 ay süreyle iş sözleşmesi feshedilemez. Bu süre\niçinde işçi, ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>b)İş sözleşmesinin feshedilemediği 6 aylık süre dolmadan cezasını\ntamamlayan, cezası ertelenen, paraya çevrilen, affa uğrayan veya tahliye\nedilen işçi, 10 gün içinde başvurması halinde işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>c)İş sözleşmesinin feshedilemediği 6 aylık süre geçse bile,\nkovuşturmaya yer olmadığı, son tahkikatın açılmasına gerek\nbulunmadığı, kamu davasının düşmesi veya ortadan kalkması ya da\nişçinin beraat etmesi durumunda, işçinin 10 gün içinde başvurması\nhalinde boş kadro varsa tekrar işe alınabilir.\u003C\u002Fp>\n\n\u003Cp>d)İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinaları operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikler i taktirde;\u003C\u002Fp>\n\n\u003Cp>1.Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>2.Ehliyetlerinin mahkemece geri alınmış olması durumunda, ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>başvurmaları halinde boş kadro varsa başvurma tarihlerinde, boş kadro\nyoksa açıldığında eski hakları ile işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>e)Yüz kızartıcı suçlardan hüküm giyenler, cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması hallerinde dahi hiçbir suretle tekrar\nişe alınmazlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 54- KIDEM TAZMİNATI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>a) İş Sözleşmesinin 4857 sayılı Yasa'nın 25.nci maddesinin II.\nbendinde gösterilen nedenler dışında işveren tarafından ya da 24.üncü\nmaddesinin hükümleri gereğince işçi tarafından feshedilmesi veya\nişçinin SGK'dan yaşlılık, emeklilik, malullük aylığı ya da toptan\nödeme almak amacıyla işyerinden ayrılması durumunda veya işçinin\nmuvazzaf askerlik ödevi nedeniyle ya da kadın işçinin evlenmesi nedeniyle\nişten ayrılması durumunda, işçiye, her kıdem yılı için 30 günlük\nücreti tutarında kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>b) Bu madde hükümlerine göre kıdem tazminatının hesaplanmasında bir\nyıldan artan süreler nispi olarak dikkate alınır ve bu süreler için\nkıstelyevm yöntemine göre kıdem tazminatı tahakkuku yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 55- İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>Kanun hükümleri gereğince uygulama yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 56- DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Cp>a)Disiplin Kurulu, biri başkan olmak üzere işverence seçilecek 2 asil ve\n2 yedek üye ile, işçi sendikasınca seçilecek 2 asil ve 2 yedek üyeden\noluşur.\u003C\u002Fp>\n\n\u003Cp>b)Bu toplu iş sözleşmesinin imzalanması tarihinden sonra taraflar,\nkurula katılacak asil ve yedek üyelerinin tamamını birbirlerine yazı ile\nbildirirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 57- DİSİPLİN KURULUNUN GÖREVLERİ\u003C\u002Fh2>\n\n\u003Cp>a)Disiplin kurulu, ceza cetvelindeki eylemlerle ilgili konuları inceleyerek\nkarara bağlar. Cezayı gerektiren eylemlerin tekrar sayımında sözleşme\ndönemi esas alınır.\u003C\u002Fp>\n\n\u003Cp>b)İşten çıkarma cezalarına, ücretsiz işten uzaklaştırma ve yevmiye\nkesintisi cezalarına karşı işçilerin idari ve yargı mercilerine başvuru\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 58- DİSİPLİN KURULUNUN ÇALIŞMASI\u003C\u002Fh2>\n\n\u003Cp>a)Disiplin Kurulu, olayın öğrenildiği günü izleyen 4 işgünü\niçinde, işverence, yazılı olarak toplantıya çağrılır.\u003C\u002Fp>\n\n\u003Cp>b)Kurul başkanının bu çağrısı üzerine, Disiplin Kurulu 2 işgünü\niçinde toplanır. Toplantıya katılmayan asil üyeler yerine yedekler\nkatılır. Yedeklerin de katılmamaları durumunda, aynı gün içinde kurul\nbaşkanı toplantıya üyesi katılmayan taraftan yeni üye seçmesini ister.\nYeni üyelerin de seçilmemesi durumunda Kurul, hazır bulunanların\nkatılmalarıyla toplanır.\u003C\u002Fp>\n\n\u003Cp>Toplantıyı başkan yönetir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 59- DİSİPLİN KURULUNUN KARAR ALMASI\u003C\u002Fh2>\n\n\u003Cp>a) Kurulda kararlar oy çokluğu ile alınır. Oyların eşitliği halinde,\nbaşkanın bulunduğu tarafın çoğunlukta olduğu kabul edilir.\u003C\u002Fp>\n\n\u003Cp>b)Kurul, her türlü delili toplar ve Disiplin Kurulu'na verilen işçiyi\ndinleyerek, savunmasını yazılı olarak tespit eder. Yapılan yazılı\nbildirime rağmen gelmeyen ilgili hakkında gıyaben karar verilir.\u003C\u002Fp>\n\n\u003Cp>c)Alınan karar, işverence onaylanır. İşveren dilerse Kurulun kararını\nişçi yararına değiştirebilir veya tamamen kaldırabilir. İşveren, Kurul\nkararı olmadan, üyelere yevmiye kesintisi ve işten çıkarma cezası\nveremez.\u003C\u002Fp>\n\n\u003Cp>İşlediği suçtan dolayı Disiplin Kurulu'na sevk edilen işçi bir tedbir\nolarak işveren tarafından Kurul kararını beklemeden işten\nuzaklaştırılır ise, işveren veya işveren vekili iki iş günü içinde\nhadiseyi Disiplin Kurulu'na intikal ettirecektir.\u003C\u002Fp>\n\n\u003Cp>Tedbir olarak işinden uzaklaştırılan işçiye nihai kararda geçici veya\ndevamlı olarak işten çıkarma cezası verilmez ise, çalışmadığı\nsüreye ait yevmiyesi işveren tarafından kendisine ödenir.\u003C\u002Fp>\n\n\u003Cp>d)İşçilere, Kurulca, ceza cetvelinde yer alan fiiller nedeniyle ceza\ncetvelinde yer alan cezalar verilir.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezasını gerektiren olayın meydana geldiği ya da\nöğrenildiği günü izleyen 6 işgünü içinde Kurul'a intikal\nettirilmediği ya da verilmiş olan işten çıkarma kararının 6 işgünü\niçinde uygulanmadığı durumlarda, karar düşer.\u003C\u002Fp>\n\n\u003Ch2>MADDE 60-SÖZLEŞMENİN EKLERİ\u003C\u002Fh2>\n\n\u003Cp>EK A- Disiplin Suç ve Ceza Listesi\u003C\u002Fp>\n\n\u003Ch2>MADDE 61-İMZA\u003C\u002Fh2>\n\n\u003Cp>İşbu toplu iş sözleşmesi 08.03.2024 tarihinde 61 madde ve 1 geçici\nmadde olarak tanzim ve imza edilmiştir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1 - FARKLARIN ÖDEME ZAMANI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde çalışan sendika üyesi işçilere başlangıç tarihinden\n(Ocak 2024-Şubat 2024 biriken farkları )itibaren doğan birikmiş parasal\nhaklar, anlaşma tutanağının imzalandığı tarihten başlayarak Mart 2024\nsonuna kadar ve bir defada ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Mart 2024 ayı itibarı ile zamlı ücret ve sosyal hak uygulamaları toplu\niş sözleşmesi hükümleri esasa alınarak uygulama başlayacaktır. \u003C\u002Fp>\n\n\u003Cp>İşyerinde uygulanan toplu iş sözleşmesinin yürürlük tarihi ile imza\ntarihi arasında işyerinden ayrılan işçilerin, işyerinden ayrıldıkları\ntarihe kadar toplu iş sözleşmesi düzenlemelerinden doğan tüm hakları,\nimza tarihinden itibaren en geç 2 ay içinde ve bir defada ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DİSİPLİN SUÇ VE CEZALARI (EK A)\u003C\u002Fh2>\n\n\u003Cp>Her işçi iş saatlerinde iş başında bulunarak kendisine verilen işi\niyi niyetle elinden geldiği kadar iyi olarak yapmayı, işine tam zamanında\nbaşlayıp paydos zamanı gelmeden işbaşından ayrılmamayı, malzeme\ntasarrufuna riayet etmeyi, yaptığı işin ve mamullerin iyi kalitede\nolmasına, çalışmayı yetiştirerek işini daha iyi yapmaya ve verimini\narttırmaya gayret etmeyi, amirleri ve iş arkadaşları ile geçinmeyi ve\nbulunduğu yeri temiz tutmayı ve gerek bu sözleşmede gerekse lüzumu halinde\nbu sözleşmeye aykırı olmayan tamim, tebliğ ve emirlerle bildirilen\nnizamlara riayet etmeyi esas kabul eder. Bunların dışına çıkacak\naşağıdaki hata ve kusurları işlemiş olanlar bu madde hükümleri\ngereğince cezalandırılırlar. İşçilerimizin vuku bulacak hata ve\nkusurlardan dolayı tatbik edilecek ceza ve mahiyetleri aşağıda\ngösterilmiştir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Tembih\u003C\u002Fstrong>: Vazifesinde tembellik gösteren, işine geç\ngelen, arkadaşlarıyla iyi geçinemeyen, amirleri tarafından iş icabı\nyapılan tavsiyelere uymayan, işbaşında uyuklayanlar ile işyerinde işveren\ntarafından alınan iş sağlığı ve güvenliği tedbirlerine uymayanlar\nhakkında siciline ceza olarak işlenmemek kaydıyla tembih verilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)İhtar\u003C\u002Fstrong>: (A) Fıkrasında yazılı hallerin tekrarında\nişiyle ilgili olarak itaatsiz tavırlar takınan, yalan söyleyen, serkeşçe\nhareketler gösteren ve yasak olan hallere riayet etmeyenlere ihtar cezası\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Ağır İhtar Cezası\u003C\u002Fstrong>: (B) Fıkrasındaki hallerin\ntekerrüründe ilgiliye hadisenin mahiyetine göre ya ikinci bir ihtar, yahut\nda hareketi daha ağır görülürse yazı ile ağır ihtar cezası verilir.\u003C\u002Fp>\n\n\u003Cp>Bundan maada:\u003C\u002Fp>\n\n\u003Cp>İşyerinde arkadaşları ile toplu bir halde münakaşada bulunan,\narkadaşlarını tahrik eden, işin sekteye uğramasına sebebiyet veren,\nmüessesenin disiplin kararlarına riayet etmeyen, iş ahengini bozan\nhareketlerde bulunan, emrinde çalışanlara karşı iyi muamele etmeyen, iş\nsaatinde mesaiyi takip etmeyen, işten erken çıkıp geç gelen ve bunları\nyapanlara müsamahada bulunanlara, işini terk etmek suretiyle uyuyanlara ve\nmüsamaha edenlere, emrinde çalışanlara haksız bir ceza veren veya hakaret\neden, işçiyi hususi işlerinde çalıştıranlar hakkında yazılı ağır\nihtar cezası ta tbik olunur.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d)Yevmiye Kesme Cezası:\u003C\u002Fstrong> Yukarıda (B) ve (C)\nfıkralarında yazılı hallerden dolayı ağır ihtar cezası almış\nolanların aynı kusurlarının tekerrüründe hadisenin ehemmiyet derecesine\ngöre bir yevmiyeden iki yevmiyeye kadar yevmiye kesme cezası verilir. Bundan\nbaşka;\u003C\u002Fp>\n\n\u003Cp>Ustaları tarafından verilen vazifeyi yapmamakla müesseseye zarar iras\neden, arkadaşlarını, müessese aleyhine tahrik eyleyenler, hareketlerinin\nmahiyetine göre bir yevmiyeden iki yevmiyeye kadar ceza görürler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>e)İşten Uzaklaştırma Cezası\u003C\u002Fstrong>: Yukarıdaki cezaları\nsırasıyla alanlar aynı suçları tekrar işleyenler hakkında 15 güne kadar\nparasız işten uzaklaştırma cezası verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>f)İşe Son Verme:\u003C\u002Fstrong> İş Kanunu'nun 25. maddesinin II.\nbendindeki fiilleri işleyen işçinin hizmet akdi bildirimsiz ve tazminatsız\nolarak feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"cbadate_end_date":47,"CBA_MEMTRAD4_1":49,"contracttrial":53,"tempagency":57,"sicknesspay":60,"maxsicknesspayperc":63,"longtermillness":67,"disabilitypay":71,"healthandsafetypolicy":75,"protectiveclothing":79,"hivpolicy":83,"funeralpay":87,"paidpaternityleave":91,"deathrelatives":95,"hourspday_select":97,"hoursovertimemax":101,"holidaysdays":105,"bankholidays1":109,"tradeunleavdays":113,"wageincreaseperc1":117,"oncerise_detail":121,"incidentalbonusdays1":124,"incidentalbonusdate":128,"NOCTPREM_trigger":132,"shiftallowancetype":135,"OVERTIME_trigger":139,"SUNDAY_trigger":143,"COMMUTE_trigger":147,"SENIOR_trigger":151,"MEALALL_trigger":154,"mealvouchersamount":157},{"bindId":45,"name":46,"text":46},"cbadate_start_date","01.01.2024 - 31.12.2025",{"bindId":48,"name":46,"text":46},"cbadate_end_date",{"bindId":50,"name":51,"text":52},"CBA_MEMTRAD4_1","a)Cam, Çimento, Seramik ve Toprak Sanayi","a)Cam, Çimento, Seramik ve Toprak Sanayii İşçileri Sendikası\n(KRİSTAL-İŞ), (SENDİKA);",{"bindId":54,"name":55,"text":56},"contracttrial","a)İşyerine işçi alınması gerektiğinde de","a)İşyerine işçi alınması gerektiğinde deneme süresi 4 ay olup\nuygulanacak usul, işveren tarafından mevzuat hükümlerine göre tayin ve\ntatbik olunur.",{"bindId":58,"name":59,"text":59},"tempagency","MADDE 15- GEÇİCİ İŞÇİ",{"bindId":61,"name":62,"text":62},"sicknesspay","MADDE 51- GEÇİCİ İŞGÖREMEZLİK ÖDENEĞİ",{"bindId":64,"name":65,"text":66},"maxsicknesspayperc","Sosyal Sigortalar Kurumu sağlık tesisler","Sosyal Sigortalar Kurumu sağlık tesislerinden bir defada 5 gün ve daha\nfazla istirahat alan işçilere, kurumun ödemediği ilk iki günlük ücreti\nişverence ödenir.",{"bindId":68,"name":69,"text":70},"longtermillness","İşçinin hastalık, gebelik, doğum, iş kaz","İşçinin hastalık, gebelik, doğum, iş kazası gibi nedenlerle Sağlık\nBakanlığı'na bağlı sağlık kuruluşlarından veya SGK'nın anlaşmalı\nolduğu sağlık kuruluşlarından aldığı rapor - 18 ayı geçmemek\nşartıyla- süresince iş sözleşmesi İş Kanunu Madde 17 gereğince\nfeshedilemez.",{"bindId":72,"name":73,"text":74},"disabilitypay","c)Sosyal Sigortalar Kurumu sağlık tesisl","c)Sosyal Sigortalar Kurumu sağlık tesislerinden iş kazası ve meslek\nhastalıklarından dolayı alınan istirahatlerde kurum tarafından ödenen\nücret işverence tama iblağ edilir. İş kazası ve meslek hastalıklarından\ndolayı acil durumlarda işçi SGK sağlık tesislerine işveren tarafından\ngötürülür.",{"bindId":76,"name":77,"text":78},"healthandsafetypolicy","a)İşveren İş Kanunu ile İş Sağlığı ve Gü","a)İşveren İş Kanunu ile İş Sağlığı ve Güvenliği Mevzuatı'nın\nbelirttiği bütün önlemleri işyerinde almakla yükümlüdür.",{"bindId":80,"name":81,"text":82},"protectiveclothing","b)İşçiler iş sağlığı ve güvenliği ile il","b)İşçiler iş sağlığı ve güvenliği ile ilgili işyeri kurallarına\nuymakla ve verilen koruyucu malzemeleri kullanmakla yükümlüdürler.",{"bindId":84,"name":85,"text":86},"hivpolicy","b)Ayrıca, işyerinde kurşun, asit, ve ben","b)Ayrıca, işyerinde kurşun, asit, ve benzeri sağlık zararlılarına\nmaruz kalabilecek, meslek hastalığı yaratabilecek işlerde çalışan\nişçiler 6 ayda bir check-up kontrolünden geçirilir ve gerekli testler\nyaptırılır.",{"bindId":88,"name":89,"text":90},"funeralpay","işçinin eşinin, çocuklarının veya anne v","işçinin eşinin, çocuklarının veya anne ve babasından birisinin\nölümü halinde; sözleşmenin 1. yılında net 7.000- TL ölüm ödeneği\nverilir.",{"bindId":92,"name":93,"text":94},"paidpaternityleave","a)İşçilerin eşinin doğum yapması halinde","a)İşçilerin eşinin doğum yapması halinde 5 gün, evlat edinmesi\nhalinde 3 gün, anne, baba, kardeş, eş ve çocuklarından birinin ölümü\nhalinde 3 gün, kayınvalide ve kayınpederin ölümü halinde 2 gün,\nişçinin evlenmesi halinde 7 gün, kendisinin ya da anne veya babasının\nikametgahlarında olan sel, yangın, deprem gibi felaketlerde 10 güne kadar\nücretli izin verilir.",{"bindId":96,"name":93,"text":94},"deathrelatives",{"bindId":98,"name":99,"text":100},"hourspday_select","İşyerinde vardiya dışında normal çalışma","İşyerinde vardiya dışında normal çalışma süresi haftada 45 saattir.\nBu süre haftada 6 işgünü ve günde 7,5 saati geçmemek üzere\nçalışılarak, Pazar günü tamamen tatil yapılarak uygulanır.",{"bindId":102,"name":103,"text":104},"hoursovertimemax","Fazla çalışmalar günde 3 saati ve fazla ","Fazla çalışmalar günde 3 saati ve fazla çalışma yapılacak günlerin\nsayısı her üye için yılda 90 işgününü geçemez.",{"bindId":106,"name":107,"text":108},"holidaysdays","b)Yıllık ücretli izinler, yasal izin sür","b)Yıllık ücretli izinler, yasal izin süreleri iki gün artırılarak\nkullandırılır.",{"bindId":110,"name":111,"text":112},"bankholidays1","MADDE 26- ULUSAL BAYRAM VE GENEL TATİLLE","MADDE 26- ULUSAL BAYRAM VE GENEL TATİLLER",{"bindId":114,"name":115,"text":116},"tradeunleavdays","f)Her yıl işçi sayısının % 5'ini geçmeye","f)Her yıl işçi sayısının % 5'ini geçmeyecek kadar üyeye 3 gün\nücretli eğitim izni verilir. Ücretli eğitim süresi yılda (% 5 x 3\ngün)'ü geçemez. Bu izin süresinin günlere dağılımı sendikaca\nbelirlenir. Ancak her bir gün için eğitim izni kullanan işçilerin sayısı\ntoplam işçi sayısının %5'ini geçemez. Eğitime katılacakların listesi,\nsendikaca 10 gün önceden işverene bildirilir ve mutabakat sağlanır.",{"bindId":118,"name":119,"text":120},"wageincreaseperc1","1)Birinci Yıl Birinci Altı Ay Ücret Zamm","1)Birinci Yıl Birinci Altı Ay Ücret Zammı: (01.01.2024-30.06.2024)\n\nToplu İş Sözleşmesi kapsamındaki işyerlerinde çalışan sendika\nüyesi işçilerin 31.12.2023 tarihinde almakta oldukları net saat\nücretlerine, 01.01.2024 tarihinden itibaren geçerli olmak üzere %55\noranında ücret zammı yapılacaktır.",{"bindId":122,"name":123,"text":123},"oncerise_detail","MADDE 33- İKRAMİYE",{"bindId":125,"name":126,"text":127},"incidentalbonusdays1","a)İşçilere bir yılda 90 günlük ücretleri","a)İşçilere bir yılda 90 günlük ücretleri tutarında ikramiye verilir.\nBu ikramiyeler 6 eşit taksite bölünerek ödenecektir.",{"bindId":129,"name":130,"text":131},"incidentalbonusdate","b)İkramiye ödemeleri,15 Şubat, 15 Nisan,","b)İkramiye ödemeleri,15 Şubat, 15 Nisan, 15 Haziran, 15 Ağustos, 15\nEkim, 15 Aralık yapılacaktır.",{"bindId":133,"name":134,"text":134},"NOCTPREM_trigger","MADDE 22- GECE ZAMMI",{"bindId":136,"name":137,"text":138},"shiftallowancetype","Gece süresi saat (20.00-06.00) dır. Bu s","Gece süresi saat (20.00-06.00) dır. Bu sürede çalışan üyelere,\nçalıştıkları her saat için ücretleri %10 oranında artırılarak\nödenecektir.",{"bindId":140,"name":141,"text":142},"OVERTIME_trigger","b)Fazla çalışmalarda saat başına düşen ü","b)Fazla çalışmalarda saat başına düşen ücret sözleşmenin birinci\nyılında %85, ikinci yılında ise %100 zamlı olarak ödenir. Aylık\nhesaplamalarda yarım saatten az çalışmalar yarım saat, yarım saatten\nfazla ve bir saatten az çalışmalar da bir saat olarak kabul edilir.",{"bindId":144,"name":145,"text":146},"SUNDAY_trigger","b)İşçiler, hafta tatilinde çalıştırılama","b)İşçiler, hafta tatilinde çalıştırılamazlar. Hak kazandığı hafta\ntatili gününde çalışacak olanlar için bu Toplu İş Sözleşmesinin\n20.maddesindeki prosedür uygulanır ve çalıştığı hafta tatili günü\niçin toplam 3 yevmiye ödenir. Hafta tatilinde çalıştırılan işçiler\nizleyen 30 gün içinde bir kez daha hafta tatilinde çalıştırılırlar ise\nbu madde gereğince yapılan ödemelere ek olarak kendilerine takip eden hafta\niçerisinde 1 gün izin verilir.",{"bindId":148,"name":149,"text":150},"COMMUTE_trigger","b)Taşıt: Mevcut uygulamaya devam edilir.","b)Taşıt: Mevcut uygulamaya devam edilir. Servislerin güzergahları\nişveren vekili ve baştemsilci tarafından birlikte hazırlanır.",{"bindId":152,"name":153,"text":153},"SENIOR_trigger","MADDE 54- KIDEM TAZMİNATI",{"bindId":155,"name":156,"text":156},"MEALALL_trigger","MADDE 38- YEMEK",{"bindId":158,"name":159,"text":160},"mealvouchersamount","İşyerinde çalışılan günler için kalite v","İşyerinde çalışılan günler için kalite ve çeşit bakımından\nişçi, memur ayrımı yapılmaksızın ve üç kaptan az olmamak üzere bir\nöğün yemek verilecek, münasip bir servisle tevzi edilecektir. Maliyet\ngözetilerek yemeğin miktar, vasıf ve listelerinde kısıtlama yapılamaz.\nDoktor raporu ile perhizli olanlara, ramazanda oruç tutanlara sözleşmenin 1.\nyılında günlük 130-TL ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>CAM YAPI CAM PAZARLAMA KRİSTAL İS 01.01.2024-31.12.2025 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 2 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 7000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 120 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 18.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 3.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 55.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2024-02\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 130.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[166],{"title":37,"slug":33},[168],{"type":169,"data":170},"call_to_action_body_block",{"title":171,"description":172,"variant":173,"link":174},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":171,"url":175,"description":171,"rel":176,"type":177},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[179],{"type":169,"data":180},{"title":171,"description":172,"variant":173,"link":181},{"title":171,"url":175,"description":171,"rel":176,"type":177},[],{"title":17,"seo_title":184,"description":7,"path":185,"redirect_url":7,"locale":18,"children":186},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[187,268,297],{"title":20,"seo_title":188,"description":7,"path":189,"redirect_url":7,"locale":18,"children":190},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[191,195,199,215,264],{"title":192,"seo_title":8,"description":7,"path":193,"redirect_url":7,"locale":18,"children":194},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":196,"seo_title":8,"description":7,"path":197,"redirect_url":7,"locale":18,"children":198},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":200,"seo_title":8,"description":7,"path":201,"redirect_url":7,"locale":18,"children":202},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[203,207,211],{"title":204,"seo_title":8,"description":7,"path":205,"redirect_url":7,"locale":18,"children":206},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":208,"seo_title":8,"description":7,"path":209,"redirect_url":7,"locale":18,"children":210},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":7,"locale":18,"children":214},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":216,"seo_title":217,"description":7,"path":218,"redirect_url":7,"locale":18,"children":219},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[220,224,228,232,236,240,244,248,252,256,260],{"title":221,"seo_title":8,"description":7,"path":222,"redirect_url":7,"locale":18,"children":223},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":7,"locale":18,"children":227},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":7,"locale":18,"children":231},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":233,"seo_title":8,"description":7,"path":234,"redirect_url":7,"locale":18,"children":235},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":237,"seo_title":8,"description":7,"path":238,"redirect_url":7,"locale":18,"children":239},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":18,"children":243},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":18,"children":247},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":18,"children":251},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":18,"children":255},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":18,"children":259},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":18,"children":263},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":18,"children":265},[266],{"title":171,"seo_title":8,"description":7,"path":175,"redirect_url":7,"locale":18,"children":267},[],{"title":269,"seo_title":8,"description":7,"path":270,"redirect_url":7,"locale":18,"children":271},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[272,276,282,287,292],{"title":273,"seo_title":8,"description":7,"path":274,"redirect_url":7,"locale":18,"children":275},"Veri ve 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